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Core Tasks

As per Civil Service Examinations Act, Civil Service Appointment Act and Civil Service Training and Continuing Education Act, the NACS is responsible for the arrangement of compulsory trainings for civil servants in Taiwan. Its training tasks are as follows:

1. Medium to and Long-term Development Training for Senior Civil Servants
In 2010, the Take Off Program for Senior Civil Service (TOP-SCS), a training program for cultivating grade of 10 or above senior civil servants with excellent management, forward-looking leadership, and democratic decision-making abilities, was launched to provide management development training, leadership development training and strategy development training to meet the needs of trainees. The training program adopts learner-centered teaching methods and through the Assessment Center Method (ACM) to conduct the trainee selection process and competency evaluation, along with overseas training courses. The overall training hours stand at 200. Since the first program was initiated, an average of 60 trainees joined in the program on a yearly basis.
2. Training for Grade Promotion
To help promotion candidates acquire essential work skills and ability, meanwhile reserve the civil service manpower at the associate and senior level, the NACS designed training programs to meet the needs of different groups of trainees: Promotion training of associate civil servants to senior level (including promotion of police officers to senior police officers), promotion training of junior civil servants to associate level, promotion of police to police officer, and promotion of transportation & communications employees to senior officers. The overall training hours stand at 120 or 150, with 4,500 trainees on average joined in the training programs on a yearly basis.
3. Orientation Program for New-entry Staff
To develop initial civil servants with basic concepts, code of conduct, service attitude and administration knowledge & skills, as per Civil Service Examinations Act and the Regulations for Initial Civil Servants Training, the NACS implements basic training programs as part of orientation training for civil servants selected from Senior, Junior and Elementary Examination and Civil Service Special Examination. The training programs are arranged to suit the needs of different levels of examinations, including “Essential Ability for Initial Civil Servants”, “Essential Ability for Initial Associate Civil Servants” and “Essential Ability for Initial Junior Civil Servants”. The overall training hours stand at 90 or 150, with 8,500 trainees on average joining in the training programs on a yearly basis.
4. Administrative Neutrality Training
To strengthen the development of partisan politics, and apply a merit system to the civil service management, as per the Regulations for Administrative Neutrality Training of Civil Service, the NACS adopts four approaches to conduct administrative neutrality training, i.e. “Special class training”, “Random class training”, “Keynote speech and forum” and “e-learning”. Through the instillation of concepts of administration by law and administrative neutrality, the NACS hopes to forge a common value, deep-rooted inside civil servants’ mind. On average, this training is attended by 2,700 trainees on a yearly basis.
5. Assessment Technique Research & Development
Assessment Center Method (ACM) requires thatassessors adopt various kinds of tools under standardized conditions to evaluate participants’ competencies. ACM can help identify competency gaps, which provides their organizations a reference for personnel selection, promotion, training and development. Tools of ACM, which are widely applied, include in-basket exercise, group discussion, simulation exercise, etc. (See Photo 15-21) Over the past years, the NACS has been initiating innovatiove assessment methods to better develop high potential talents, so as to civil service quality with a purpose to to enhance our national competitiveness on the global stage.
6. Training Skills Research & Development
To develop a learner-centered training scheme, the NACS classifies its courses into five major fields: “Government Policy (G)”, “Attitude (A)”, “Public Administration (P)”, “Law (L)” and “Service (S)”, which are comprised of 30 modules with qualified trainers offering coaching and training services. On the other hand, training materials were broadly developed to meet training objectives of different levels, according to a survey of core competencies for different ranks of civil servants. In addition, methodological experiments were conducted and the information was put together in a teaching database, which can be utilized to identify the more effective teaching methods. In terms of the teaching processes, the NACS adopts flipped teaching to prepare trainees with prerequisite knowledge, strengthen course research and discussion, pay attention to in-process and summary assessments. Through multiple training approaches, the NACS hopes to upgrade the overall quality of training programs.
7. International Human Resource Exchange Platform
To strengthen the communication and connection of the international network, and speed up the alignment with the global trend, since 2007, the NACS has started to organize various events Master Lecture for International New Trends in Civil Service, Overseas Study Programs for Promotion from the Junior Rank to the Senior Rank, International HRD Workshop, Global Chinese HRD Forum, inviting human resource development experts from the U.S., Australia, Netherlands, Austria, Singapore to Taiwan to share their training experiences. Given the opportunity to look closely into the operation of training systems, and the future development trend in many countries, the international exchange events will stimulate meaningful exchanges and opinions, achieving the goal of fostering long-term and meaningful relations with organization from around the world.
8. Life-long Learning
To cultivate civil servants’ habits of independent learning and life-long learning, in 2003, the NACS launched “e-Academy of Civil Service”, an online learning platform (http://ecollege.nacs.gov.tw) for civil servants’self-learning. And in 2011, the NACS developed a Competency-based Self-evaluation Scale(CBSS) system, with the incorporation of core competencies of civil servants. After the test, the “e-Academy of Civil Service” will automatically generate a list of online courses recommended to the test takers, helping them identify gaps of knowledge and make improvements in such regards. In addition, to motivate civil servants to read, the NACS launched a “Book of Month” campaign, and organized various reading campaigns and writing contests. In addition, the issuance of “T&D Fashion” e-paper and “Civil Service Training” periodicals offers multiple reading choices to civil servants.
9. Facilities
Facilities of NACS headquarters (maximum capacity: 600 people):
Teaching Resources:
Eleven 48-seat classrooms; one 38-seat case study classroom; two 58-seat case study classrooms; one 45-seat lecture room; two ACM classrooms; four seminar spaces; one computer laboratory; one library; one 180-seat Elite hall; one 396 seat civil service auditorium, four lecturer’s lounges.
Dormitory: Thirty twin rooms; sixty-five triple rooms; eleven disabled access friendly rooms; eight lecturer’s rooms.
Leisure: One common room; one gym
Canteen: One 500-seat canteen; one 100-seat canteen; one 30-seat canteen.

Facilities of Central Taiwan Training Center (maximum capacity: 300 people) :
Teaching Resources:
Eight 50-seat classrooms; one 100-seat lecture room; three seminar rooms; two computer laboratories; one library; one 600-seat auditorium; one lecturer’s lounge.
Dormitory: One-hundred triple rooms; eleven lecturer’s rooms.
Leisure: Two common rooms; one gym; one golf course.
Canteen: One 300-seat canteen.



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